People Management: Enhancing Employee Motivation in Organizations

This report delves into the concept of motivation within organizations, particularly focusing on how it impacts employee performance and productivity. Using TESCO as a reference, the report discusses the importance of motivation, various methods to enhance it (financial and non-financial), and key factors influencing employee motivation levels. These factors include organizational culture, salary, leadership relationships, learning opportunities, and adherence to equity theory. The report also examines Herzberg's dual-factor theory, Maslow's hierarchy of needs, and McGregor's Theory X and Y, emphasizing the need for organizations to tailor their motivational approaches to meet diverse employee needs. The reflection section highlights the learning experience and the importance of continuous skill development, concluding that prioritizing employee motivation is crucial for organizational success.

INTRODUCING PEOPLE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Motivation and factors that influence employee’s motivation....................................................3
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................1

INTRODUCTION
Motivation refers to a process that will lead to initiate the action which further enhance the
performance of employees. It is an important concept in the context of an organization in terms
of raising the performance and productivity of the business. It is highly important that the
organization take adequate measures and strategies which will lead to raise the employee’s
motivation level. TESCO is one of major retailer and supermarket in UK. It was founded in 1919
with a headquarter in Welwyn Garden City, UK. This report will discuss the concept of
motivation, its importance along with factor that will lead to raise the motivation among the
employees followed with the recommendation.
MAIN BODY
Motivation and factors that influence employee’s motivation
Motivation and its methods:
It is a process which initiate, guide, direct as well as maintain the goal oriented
behaviour. It assists an individual to take action which will lead to direct it in the direction of its
goal. It can also be defined as an aspect which lead to action and attainment of goal. On the
context of organisation motivation plays an important role (Goetz and Schork, 2018). This is
because with respect to motivation the employees are being directed towards the goal of the
organization that will further lead to growth and success of the organization. It is highly
important that the employees of the organization are motivated so that they can take initiative by
own and as a result their individual as well as goal or the organization will be accomplished.
Motivation will lead to assist the employees to take initiative and action which will along with
raising the performance also assist the goal attainment of the organization.
Motivation can be availed by various methods but majorly it can be raise with respect to
enabling of financial and non-financial motivation. Under financial motivation the monitory
benefits in terms of bonus, high salary, financial incentives can be availed to the employees
(Jessri, Kosmidou and Ahuja, 2020). However, under non-financial motivation, appraisal,
respect, praising and other non-financial motivators are given to employees for raising their level
of motivation.

Importance of motivation:
Motivation is highly important in respect to an organization. This is because with respect
to motivation the employees will become happy with respect to their work which result in raising
their performance and thus assist the organization in raising the productivity and performance.
With the aspect of motivation, the TESCO can attract, retain as well as raise the level of
productivity of the business. As employees are the asset of the organization that lead the
organization towards success and growth so it is highly important that the employees will remain
motivated so that along with raising their interest and happiness of the employees, the TESCO
can also achieve its goal and success. With the aspect of motivation, the employees feel satisfied
with respect to their work that will raise their job satisfaction level which not only lead to the
accomplishment of their personal goal but it also assists in the goal accomplishment of
organization (Pitcher, 2021).
Factors influencing employee’s motivation:
There are various factors which lead to influence the motivation level of employees.
Among those factors the organizational internal environment is one of the major factor which
include the culture of the organization, salary aspects, relationship with the leadership, learning
and development opportunities, process within the company and various other (Emmanuel,
2020). This means with the persistence of positive work culture the employees feel good and
raise their internal motivation. In the same way with respect to providing adequate monitory
benefit in terms of salary the TESCO will not only engage the employees but it will also raise
their level of motivation. Persistence of good relationship with the leadership and the managers
the employee’s feel safe in sharing their views and problems which further raise their motivation
and satisfaction. Enabling training and development opportunities also raise the interest of the
employees towards the organization and thus raise their motivation. The effective and employees
friendly process of the TESCO also raise the level of motivation which further enhance their
level of performance of the company too.
However, on the contrary note as per the Equity Theory of Adam it is said that the
employees will be motivated when they receive equity in the organization in terms of receiving

of rewards as per their contribution and in a faire manner with respect to those perceived by the
peers (Ross and Kapitan, 2018). This means the output or return must match with the input and
efforts put by employees towards the organization and its success. With the prevalence of equity
in terms of treatment of employees in the TESCO in respect to rewards and the taken efforts the
employees feel motivated and thus equity is the main factor behind the motivation of employees.
However, with regard to the Herzberg dual factor motivation hygiene theory there are
majorly two factors which may lead to cause and raise motivation or demotivation among
employees. The factor of motivation includes the job status, performance and achievement,
personal growth, opportunities for growth and advancement, responsibility and various other.
These factors are called motivator because they lead to raise the level of motivation among
employees (Bevins, 2018). On the opposite side the factor that may lead to demotivation among
the employees which is also called Hygiene factors include the working condition, policies and
rules, relationship with the supervisor or the colleagues, salary aspects and various other (Özsoy,
2019). This means with a focus towards the motivators the TESCO raise the level of motivation
among the employees while with the identification of hygiene factors and its minimization
TESCO can also move towards the raising of employee’s motivation.
On the other hand, as per the theory of Maslow the factors which may lead to raise the
level of motivation include the satisfaction of Physiological need, safety need, social need,
esteem need and lastly self-actualization need. This means with the satisfaction of the concerned
needs the employees will be motivated. Physiological need includes the basic need which include
the food, place for living as well as clothing which can only be meet by the monitory mode. The
safety need include the demand of safety in terms of job security and the safety towards family
(Genkova, 2021). Under social need the employees demand the satisfaction of need related to
friends, family, relationship and various other terms. In respect to the esteem need the demand of
respect and appreciation is needed by the employees while in case of self-actualisation need they
grab everything which they want in terms of realization of dreams. This means in order to
motivate the employees or the factor which influence the motivation of the employees include
the satisfaction and meeting of these need of the employees TESCO maintain and raise the
motivation level of its employees. With a focus towards these need the organization can raise the
employee’s satisfaction level.

On the contrary note as per the theory of McGregor there are two approaches and factor
that may influence the employees and lead to raise their motivation level. As per McGregor there
are majorly two theories i.e. Theory X and Theory Y that need to be adopted by the organization
for motivating the employees. Under theory X those employees are included which have lack of
motivation along with low interest (Bartz and Kritsonis, 2019). However, Theory Y include
those employees which are motivated and have some interest towards the work. As per this
theory different approach need to be adopted by the organization i.e. authoritarian approach for
motivating the employees which fall under the category of Theory X (Gruzina, Firsova and
Melnichuk, 2020). However, less efforts and non-financial motivators are needed for motivating
the employees which fall under the category of Theory Y. This with respect to the need of
employees and adoption of the most suitable method will lead to raise the motivation among the
employees.
Thus, it would be right to said that there is various factor which the TESCO may need to
consider in order to motivate the employees. Likewise, on the same way there are certain factors
too which may lead to demotivate the employees. It is to be noted that as the performance of the
organization is highly depended upon the employees which make it important for the TESCO to
take most suitable action and steps that may lead to raise their performance and level of
motivation. Consideration towards the need and demand and enabling of financial as well as
non-financial motivation will lead to influence the employees and raise their level of motivation
level.
Reflection:
While pursuing the research I have learned and experienced a lot of new concept in
relation with the motivation and its importance towards the organization. I have also learned the
need of motivation that how it initiates the action and raise the level of satisfaction among the
employees. I had also understood that with the enabling of most appropriate motivation an
individual’s performance can be raised along with raising the level of satisfaction.

I feel that that motivation is the base that lead to action and in respect to the attainment of
goal every organization need to work towards the enhancement of motivation of its employees. I
feel that there are various ways through which employee’s motivation can be raised.
While making an evaluation I have realised that there are various aspects in relation with
motivation which an organization need to make focus in respect to raising the level of motivation
of employees. I have understood that there are various skills like the leadership, management and
various other need to be adopted by organization so that they can raise the employee’s
motivation.
As per the analysis of the situation it can be right to said that with the raising of
competition in the market and changing the trend of market in terms of employees oriented
market, it is important that the organization would take the respective measures so that it can
raise the employee’s motivation. Here I analysed that it is highly important that the aspect of
motivation is very important for the performance of work.
Along with analysing the need of motivation I have also raise my level of knowledge as
well as influencing and communication skill that how to make effective communication and
present the idea and the issues. I have also learned that with the mode of influence I can not only
be able to make the satisfaction of my need but with this approach I can also motivate the others.
In addition of this I have also learned that with the taking of initiative not only the organization
would achieve success but it also leads to an individual development.
Action plan can be defied as a future course of action which will lead to the attainment of
individual goal (Adeani, Febriani and Syafryadin, 2020). While making an analysis as I realised
that I have lack of certain skills like the problem solving, critical thinking and time management
skill which I need to improve with the taking of suitable action under the action plan. Here with
the use of adequate resources and taking of adequate action like the resolving the issues of
organizational situation, and various other action would work towards the learning of these skill
along in the specified time period.
Thus, overall it would be right to said that I have learned various skills along with
understanding the concept and importance of motivation in the reference of an organization.

Likewise, with the prevailing of concerned scenario I have gained the knowledge in relation with
motivation and its role towards the organization and individual success and goal attainment.
CONCLUSION
From the above report it can be concluded that motivation is an important aspect with
respect to an organization and its success. With the enabling of motivation and the adoption of
appropriate method of motivation TESCO raise the employees level of motivation. Likewise,
with respect to considering the factor of motivation including the providing of financial benefits,
appraisal, career advancement opportunities and various other also lead to raise the level of
employee’s motivation.

REFERENCES
Books and journals
Adeani, I.S., Febriani, R.B. and Syafryadin, S., 2020. USING GIBBS’REFLECTIVE CYCLE IN
MAKING REFLECTIONS OF LITERARY ANALYSIS. Indonesian EFL Journal 6(2).
pp.139-148.
Bartz, D.E. and Kritsonis, W.A., 2019. The quest of managers to find the magic formula for
motivating staff members. Quest. 22(1).
Bevins, D.T., 2018. Herzberg's two factor theory of motivation: A generational study.
Emmanuel, J.I., 2020, November. Employee Motivation in the Workplace. In Abu Dhabi
International Petroleum Exhibition & Conference. OnePetro.
Genkova, D.I.A.N.A., 2021. Modeling of the Human Needs: an Economic Interpretation of
Maslow’s Theory of Motivation. WSEAS Transactions on Business and Economics. 18.
pp.253-264.
Goetz, L.H. and Schork, N.J., 2018. Personalized medicine: motivation, challenges, and
progress. Fertility and sterility. 109(6). pp.952-963.
Gruzina, Y., Firsova, I. and Melnichuk, M., 2020, January. Youth policy and motivation of the
future leaders. In 5th International Conference on Social, Economic, and Academic
Leadership (ICSEALV 2019) (pp. 3-9). Paris: Atlantis Press.
Jessri, M., Kosmidou, V. and Ahuja, M.K., 2020. Employees’ decision to participate in corporate
venturing: A conjoint experiment of financial and non-financial motivations. Journal of
Business Venturing Insights. 13. p.e00161.
Özsoy, E., 2019. An empirical test of Herzberg's two-factor motivation theory.
Pitcher, M., 2021. Improving Intrinsic Motivation in the Workplace. Marriott Student
Review. 4(4). p.9.
Ross, S.M. and Kapitan, S., 2018. Balancing self/collective-interest: equity theory for prosocial
consumption. European Journal of Marketing.
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